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Alliant Credit Union, the largest credit union in Illinois, is seeking an ATM representative for our headquarters location in Des Plaines, IL. The successful candidate will be responsible for a variety of administrative tasks within the ATM and Plastic Card Operation. Work involves processing members requests received via the fax and mail.

Responsibilities:

Service Responsibilities: Responds to inquiries presented by internal customers via the phone queue; maintaining or exceeding agreed upon Service Level Agreements. Reviews and replies to daily emails within established 2-hour time frame. Researches and responds to member correspondence within 1 business day. Provides timely response to department voice mail requests.

Team Responsibilities: Participates in weekly team meetings. Provides ATM Operations support. Supports training initiatives by visiting telephone service center and branch locations as needed. Supports training initiatives by participating in job shadow' program for Credit Union employees to spend time in the department.

High school graduate (college preferred) and one to two years experience in data-entry, customer service, general office/clerical work; or an equivalent combination of training and experience. Good written and verbal communication skills, ability to work in a team environment and independently. Basic computer skills working with Excel, Word and Internet

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Voluntary Self-Identification Information

Completion of this information is voluntary and is not a requirement. This information will in no way affect the decision regarding your application. This information will be kept confidential.

If this employer is a federal contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAAA), it is required to take affirmative action to employ and advance in employment: (1) Disabled veterans; (2) Recently separated veterans; (3) Active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans.

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If this employer is a government contractor subject to VEVRAA, this information will be used to measure the effectiveness of its outreach and positive recruitment efforts it undertakes pursuant to VEVRAA. This information is being requested on a voluntary basis and will be kept confidential as required by law. Refusal to provide the requested information will not subject you to any adverse treatment. If provided, this information will not be used in a manner inconsistent with VEVRAA.

(a) A veteran of the U.S. military, ground, naval, or air service entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or (b) A person discharged or released from active duty because of a service-connected disability.

Recently Separated Veteran:

Any veteran during the three-year period beginning on the date of such veteran''s discharge or release from active duty in the U.S. military, ground, naval, or air service.

Active Duty Wartime or Campaign Badge Veteran:

A veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

Armed Forces Service Medal Veterans:

A veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to the Executive Order 12985.

I identify as one or more of the classifications of protected veteran.I am not a protected veteran.I decline to self-identify.

Section 503 Disability Status

If this employer is not a federal contractor or subcontractor, they are not required to report on applicant Section 503 Disability Status.

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Notice

UNDER MARYLAND LAW AN EMPLOYER MAY NOT REQUIRE OR DEMAND AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS PROVISION IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY.